Who We Help

Just the mention of “middle managers” is enough to make people’s eyes roll back. But with these kind of mangers can have a profound impact on innovation and performance. Companies need to pay attention to Middle Managers and reward their special skills and talent at making the best of the limitations and restrictions of their positions — of making orange juice from oranges. Meaning – Positive Output.

For decades, researchers and business people have assumed that in the thick of large organizations, what matters is process. This is where success of a company is entirely sewn into. Do we have the right employees – resources available? Are incentives effective? If the organization isn’t being innovative, the solution must be structural.

My study of computer-game makers shows something different — that individuals matter a lot. And of all the individuals, the choice of who is middle manager on vital projects goes the furthest in explaining why some firms do better than others.

So many kinds of managers a company can hire. It depends on what business one is having. For example in a gaming-company, middle managers supervises software/game designers, who are the sources of creative ideas. What’s more, the talent of individuals was portable — when they left one company for another, they took their ability with them.

Project managers have large because they have to handle the difficult, but often critically important, worst scenario situation they find themselves in. Some higher-ups don’t give Managers the resources they want to make everything finished in a short period of time, and thus, due to some lacking support with some management, subordinates are annoyed by the directives the project managers are mandated to promulgate and implement.

IAM Group creates local charity movement in wherever they are situated. We assist other international charity organizations in their movement, relief operations, special missions and many other events.